The fact that employees are crucial to the survival of an organization can never be overemphasized. It is very critical to the survival of your business. Therefore, you will need to improve your employment process so as to have any chance of continuous success.
You may make mistakes as a startup but you will need to improve them as the days wear on. It is the leader who takes the responsibility of hiring new employees and getting the best of the existing ones.
Whichever structure you have set up for your hiring process, you will always need to improve your employment process.
The reason is quite simple, there are changes in the industry almost on daily basis and you will need to be part of those changes.
To that effect, we have brought up these ways that can help you improve your employment process.
How To Improve Your Employment Process
- Create a strong employer brand
To improve your employment process, you will need to have a strong employer brand. When we wrote that it is better to have a brand, we were not kidding. It is as important if not more important than your business plan.
Office Vibe report makes an interesting claim here regarding the need for a strong brand. It reveals that “more than 75 percent of professionals are passive candidates who aren’t currently looking for jobs but are open to new opportunities. Building a strong employer brand not only reduces employee turnover by 28 percent, it also attracts these passive candidates to your company over others.”
You are going to have more people apply for a job if you, as the manager, is actively managing the brand by responding to reviews, updating the company’s profile and sharing updates on the company’s culture and work environment.
- You need to act fast and efficiently too
Make haste while the sun shines. You will learn how to act fast if you will improve your employment process. Nobody waits for nobody.
The truth is that the best candidates don’t last long in the market. They will last for ten days tops and they are off. Therefore, you will need to act fast if you want to get them.
When you have an interest in a particular candidate, just act as quickly as possible and snap them off the market.
- Put up better job descriptions
Everybody is selfish and you can use that to your advantage. Think of what they will get as opposed to what you will get when writing your job description.
The usual thing is to write a job description that says a lot about what potential employees will do for the company. It is referred to Demands-Abilities approach. It is not wrong but it can put people off.
What you should do is to follow the Needs-Supplies approach. This approach focuses mainly on what the company can do for the applicants. It is more alluring.
- Embrace digital trends and social media
The world is changing and you will be a fool to be left behind. You just have to catch up. The trend shows that most people want to work for organizations that keep up with latest digital and social media trends.
More so, when you embrace the social media, you can use it to do a standard background check on applicants during your research. We all know that the social media has its flaws but it can be a useful tool if you want to improve your employment process.
It is risky to depend wholly on the social media info when employing new candidates but it can be a good place to glean some helpful tips and bits about potential employees.
- Consider the personality
Skill is important but it is not the only thing to consider on the personal level of your employees. It is not even the most important thing to consider. My opinion is that personality is. The rationale behind my assertion is that skill can be acquired effortlessly while personality is one of the hardest things to acquire in life.
Therefore, you should consider the personality of the potential employees and see the ones that align with your description. This is crucial if you will improve your employment process.
According to Brusman, “What kind of person you hire depends on [the] culture of the organization and the kind of job, a great person with all kinds of skills may be [a] good fit for one and [a] poor fit for another, simply based on their personality type.”
- Improve your interviews
If there is a flaw in your interview process, you will realize that you would have wasted a lot of time and energy in the process because you will end up hiring misfits.
The major issue here is that we focus absolutely on technical issues such as the competence of the candidate and we forget other equally fundamental issues. We forget to consider factors such as coachability, emotional intelligence, temperament, and motivation.
When you give room for other respective candidates to interview you can be very helpful. This tells you a lot about their priorities and guides your decision making.
Most of all, try as much as possible to be open to them so that they will get a glimpse of what it is like to work for you.
- Keep an eye on your reviews and image
What people say about your company is very critical to get to improve your employment process. It guides the desire to work for or not. You need to build a solid reputation for integrity and success and employers welfare packages. Don’t forget that.
Candidates check reviews of organizations before they apply. Therefore, work on your reviews.
Based on Glassdoor’s data, two actions that draw in candidates include being active on review websites and posting accurate information. If you have a lot of negative reviews from former employees, it may be time to work on your company culture before you try to fill any open positions. Doing so can improve employee retention and lead to more positive reviews that will attract quality employees.